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Hello:
This academic research has been approved by the College of Education, Department of Educational Leadership at Northern Arizona University, Flagstaff, Arizona. The results of this survey will form the basis of a doctoral dissertation. No park, chief park ranger, or specific event described (if any) will be identified in any way in the published results of this survey. All data collected will be kept in a secure environment by the researcher for a period of three years as required by law.
Risks involved with participating in this survey are the same as in everyday life. Participation may be withdrawn at any time. Approximately 20 minutes are required to complete the survey. Input from every chief park ranger in the Intermountain Region is especially important to the success of this project.
Your participation in research is voluntary. If you choose not to participate, there are no penalties or loss of benefits or services that you are otherwise entitled. If you decide to participate and then withdraw or skip a question there are also no penalties or loss of benefits or services. Whether or not you choose to participate in this project will have no effect on your relationship with NAU now or in the future.
A basic explanation of the project follows.
1. PROJECT PURPOSE:
This is a doctoral dissertation based upon the analysis of an electronically mailed survey instrument designed to solicit answers to questions regarding the practice of leadership by chief park rangers in the Intermountain Region of the National Park Service.
2. EXPLANATION OF PROCEDURES:
A survey instrument will be electronically mailed to all chief park rangers in the Intermountain Region of the National Park Service with a cover letter that explains the purpose of the survey and requests their voluntary participation by completing the survey and returning it to the researcher electronically. The survey should take approximately 20 minutes to complete.
3. CONFIDENTIALITY:
Surveys will be maintained by the researcher in a secure environment for three years following completion of the research. A control number will be assigned to each survey instrument for use solely by the researcher for management of the project. Under no circumstances will the identity of participants, details of their responses, or the name of their work location be revealed.
4. COMPENSATION:
Participation in the project is entirely voluntary and no compensation will be offered to any participant for any reason.
5. BENEFITS:
The National Park Service will learn how chief park rangers perceive the influence of training and other factors on successful leadership practice. This data may form an empirical baseline for shaping and formulating further study of leadership practice within the National Park Service.
6. RISKS:
There are no risks associated with participation in this survey.
7. CONSENT:
Participation in the survey that follows will imply voluntary consent and agreement to participate in this project.
I sincerey thank you for your assistance.
Mark J. Maciha, M.A., M.Ed.
Doctoral Candidate, Northern Arizona University
Supervisory Park Ranger, USNPS (retired)
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| What is your level of education? |
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| What was your field of study for your highest level of education? | | |
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| How many years have you worked for the National Park Service? |
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| How many years have you served as a supervisor? |
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| How many years have you served as a Chief Park Ranger? |
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| How many personnel do you currently supervise (directly and indirectly)? |
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| Please provide your definition of leadership as it relates to your professional position as a chief park ranger. | | |
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| For the most recent formal leadership training program that you attended, please provide the title of the program and a short description of the session’s benefits, effectiveness, influence, and/or impact on your personal practice of leadership. | | |
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| What, if anything, would be the most important knowledge, skill, or ability that would improve your personal practice of leadership? | | |
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| What, if anything, do you see as barriers to your personal practice of leadership? | | |
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| How does formal training influence the practice of leadership in the National Park Service? | | |
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| What, if anything, would improve the leadership in the National Park Service in empowerment (e.g., personal involvement in work processes and decision making)? | | |
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| What, if anything, would improve the leadership in the National Park Service in fairness (e.g., decision outcomes, policy, work practices)? | | |
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| What, if anything, would improve the leadership in the National Park Service in senior leadership (e.g., levels of motivation, communication of goals, accomplishment of goals)? | | |
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| What, if anything, would improve the leadership in the National Park Service in supervision (e.g., direct supervisor support of work-life balance, performance, employee development)? | | |
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| What, if anything, do you see as barriers to successful leadership practice by the National Park Service? | | |
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| What, if any, factors have prevented leadership growth in yourself as an individual? | | |
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| What, if any, factors have prevented leadership growth in your park? | | |
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| What, if any, factors have prevented leadership growth in the National Park Service? | | |
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| What is the biggest challenge facing effective leadership in the National Park Service? | | |
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| What should be the National Park Service’s top priority to improve leadership? | | |
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| Please provide any other thoughts or comments regarding the influences on the practice of leadership in the National Park Service. | | |
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